Gender pay gap reports
Gender pay gap report 2024
Gender Pay Gap Report 2024
Introduction
In compliance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Macc Care Limited is legally required to publish annual gender pay gap statistics. The following report presents our gender pay gap figures for the reporting year 2024, calculated in accordance with the Regulations to ensure full legal compliance.Gender Pay Gap
Mean gender pay gap
The mean (average) hourly pay for male and female employees in the relevant pay period shows a gender pay gap of 7.3%.Median gender pay gap
The median (middle) hourly pay for male and female employees in the relevant pay period reflects a gender pay gap of 1.6%.The health and social care sector traditionally employs a higher proportion of female staff due to the nature of the work. Our workforce consists of 19.5% male and 80.5% female employees.
Mean and Median Gender Bonus Gap
Mean Bonus Gap: -84%
Median Bonus Gap: -100%Our mean and median gender bonus gaps are significantly affected by the fact that the majority of Home managers are female and receive greater bonuses due to their higher salaries than other employees at Macc Care.
Bonus pay
The proportion of employees who received a bonus during the relevant pay period is:- Male employees: 2.4%
- Female employees: 1.2%
Bonus payments at Macc Care are discretionary and influenced by a combination of controllable and uncontrollable factors. We are committed to supporting both male and female employees in achieving their bonuses.
Salary pay quartiles
Our workforce is divided into four equal quartiles based on salary distribution. The breakdown of male and female employees in each quartile is as follows:Quartile Male (Number) Male (%) Female (Number) Females (%) Lower Middle 24 16.1% 125 83.9% Upper Middle 27 18.0% 123 82.0% Upper Middle 27 18.0% 123 82.1% Upper 41 27.5% 108 72.5% Understanding the gender pay gap
Macc Care is confident that men and women receive equal pay for equivalent roles. The observed gender pay gap is largely due to differences in job roles rather than pay disparities within equivalent positions.We have a rigorous recruitment process focused on hiring the best candidate for each role, regardless of gender. Additionally, we are committed to internal career progression and provide training opportunities to support employee development. We believe fostering talent within our organization benefits both our employees and the wider company.
Confirmatory statement
I confirm that the information contained in this gender pay gap report is accurate and has been calculated in accordance with the Regulations.Signed: Daniel Webb
Name: Daniel Webb
Job Title: Payroll Manager
Date: 06/03/2025Gender pay gap report 2023
Gender pay gap report for 2023
This report sets out the gender pay gap statistics for Macc Care Limited in relation to the reporting year of 2023Introduction
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Macc Care Limited is legally required to publish, on an annual basis, specified information relating to their gender pay gap.The following information has been calculated in accordance with the Regulations and is legally compliant.
Gender pay gap
Mean gender pay gap
Based on the mean (average) hourly rate of pay for male and female employees in the relevant pay period, our mean gender pay gap is 7.2%Median gender pay gap
Based on the median (middle) hourly rate of pay for male and female employees in the relevant pay period, our median gender pay gap is 3.8%The Health and Social Care Profession predominantly employs more female than male staff due to the nature of the work undertaken. Our percentage split between male and female staff is male 20% and female 80%.
Gender bonus gap
Mean gender bonus gap
Based on the mean (average) bonus pay for male and female employees in the relevant pay period, our mean gender bonus gap is 37.0%Median gender bonus gap
Based on the median (middle) bonus pay for male and female employees in the relevant pay period, there is no median gender bonus gap.Bonus pay
The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):Male employees: 6.8%
Female employees: 7.4%Bonus payments are discretional, and the structure is reflective of some controllable elements and some that are not controllable by the recipient. Macc Care will support both males and females to achieve their bonuses.
Salary pay quartiles
The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.Quartile Band Males Females Males % Females % Upper 35 82 29.9% 70.1% Upper Middle 21 96 17.9 82.1% Lower Middle 23 94 19.7% 80.3% Lower 23 94 19.7% 80.3% Understanding the gender pay gap
We are confident that men and women are paid equally for doing equivalent jobs and that the pay gap is due to people carrying out different roles.Macc Care has a robust recruitment process which employs the best person for the role irrespective of gender.
Macc Care has a positive policy of promotion within the company. We provide training to assist with this development as we believe to grow our talent within the group benefits both employees and the wider organisation.
Confirmatory statement
I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations.Mandy Devonport
Finance ManagerGender pay gap report 2022
Macc Care Limited Gender Pay Gap Report 2022
Under legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap in order to show how large the pay gap is between their male and female employees.Gender Pay Figures
Macc Care Limited is an organisation working within the Health and Social Care Profession which predominantly employs more female than male staff due to the nature of the work undertaken. The percentage split between male and female staff is Male 18% and Female 82%.The information below shows the median and mean gender pay gap and bonus pay gap for Macc Care Limited based on hourly rates of pay as at the snapshot date of 5 April 2022, and bonuses paid in the year to 5 April 2022.
1. The mean gender pay gap in hourly pay is 4.6% which means men earn £1.046 for every £1 that women earn.
2. There is no median gender pay gap.
3. Our bonus pay figures show that 8.6% of Mac Care staff are eligible for a bonus (typically staff in senior management posts).
The mean gender pay gap in bonus pay as a percentage of men’s pay shows that 9.6% of male employees are eligible for bonus pay and 8.4% of women.
4. The number and proportion of males and females in each quartile band are shown in the table below
Quartile Band Males Females Males % Females % Upper 21 63 25.0% 75.0% Upper Middle 8 76 15.19.5 90.5% Lower Middle 12 72 14.3% 85.7% Lower 19 65 22.6% 77.4% Understanding the gender pay gap
We are confident that men and women are paid equally for doing equivalent jobs and that the pay gap is due to people carrying out different roles.Bonus payments are discretional, and the structure is reflective of some controllable elements and some that are not controllable by the recipient. Macc Care will support both males and females to achieve their bonuses.
Macc Care has a robust recruitment process which employs the best person for the role irrespective of gender.
Macc Care has a positive policy of promotion within the company. We provide training to assist with this development as we believe to grow our talent within the group benefits both employees and the wider organisation.
I confirm that the information and the data reported is accurate as of the snapshot date of 5 April 2022.
Mandy Devonport
Finance ManagerGender pay gap report 2020
Macc Care Limited Gender Pay Gap Report 2020
Under legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap in order to show how large the pay gap is between their male and female employees.Gender Pay Figures
Macc Care Limited is an organisation working within the Health and Social Care Profession which predominantly employs more female than male staff due to the nature of the work undertaken. The percentage split between male and female staff is Male 16% and Female 84%.The information below shows the median and mean gender pay gap and bonus pay gap for Macc Care Limited based on hourly rates of pay as at the snapshot date of 5 April 2020, and bonuses paid in the year to 5 April 2020.
1. The mean gender pay gap in hourly pay is -1.4% which means women earn £1.014 for every £1 that men earn.
2. There is no median gender pay gap.
3. Our bonus pay figures show that 1% of Mac Care staff are eligible for a bonus (typically staff in senior management posts).
The mean gender pay gap in bonus pay as a percentage of men’s pay shows that 2.1% of male employees are eligible for bonus pay and 0.8% of women. This gives a mean gender pay gap in bonus pay as a percentage of men’s pay of -113.7%.
The median calculation shows women’s bonus pay is 154.4% higher than men’s bonus pay.
4. The number and proportion of males and females in each quartile band are shown in the table below
Quartile Band Males Females Males % Females % Upper 14 59 19.2% 80.8% Upper Middle 11 62 15.1% 84.9% Lower Middle 11 62 15.1% 84.9% Lower 11 62 15.1% 84.9% Understanding the gender pay gap
We are confident that men and women are paid equally for doing equivalent jobs and that the pay gap is due to people carrying out different roles.Bonus payments are discretional, and the structure is reflective of some controllable elements and some that are not controllable by the recipient. Macc Care will support both males and females to achieve their bonuses and reduce the gaps in this category.
Macc Care has a robust recruitment process which employs the best person for the role irrespective of gender.
Macc Care has a positive policy of promotion within the company. We provide training to assist with this development as we believe to grow our talent within the group benefits both employees and the wider organisation.
I confirm that the information and the data reported is accurate as of the snapshot date of 5 April 2020
Mandy Devonport
Finance Manager
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